Asia (200-500) July 2025
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Financial Services, Information Technology & Services, Internet, Nonprofit Organization Management, Marketing & Advertising, Management Consulting
Reported gender breakdown
Male
58%
Female
41%
Non-Binary
0.28%
Are employees committed to their organizations?
Engaged people are emotionally committed to their organization. These people stay at their organizations longer and are more productive and effective. Successful organizations have more engaged employees.
78% of Asia (200-500) employees are engaged
This is in the top 30% compared with other regions.
The median eNPS score for organizations in this benchmark is 26 and is in the top 16% compared with other regions.
How does Asia (200-500) compare?
People in Asia (200-500) were much more positive than average regarding Decision Making, Action, and Feedback & Recognition.
On the lower side, people in Asia (200-500) had much lower favorable scores than average in Equity.
People working in Asia (200-500) are more engaged than Benelux, DACH, Central Europe, and Nordic.
The highest scoring question for Asia (200-500) had 92% of people agreeing that they know how their work contributes to the goals of %[Company]% (+3% compared to overall) while they were generally most positive about Diversity.
People in Asia (200-500) were generally least favourable about Equity, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 20% of people disagreeing (-3% below average).
How long do people stay?
In the short term, 12% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-8% compared to overall) while on a longer time frame, 6% of people see themselves leaving within two years (-4% compared to overall).
Understanding Tenure distributions
Tenure describes how long an employee has worked for their company: we know through our research that newly hired employees tend to be more positive than their tenured counterparts. Positivity declines sharply before bottoming out between two to six years, then rises slightly for those that remain.
The tenure composition of a benchmark can influence overall scores.
Tenure distributions
Less than 3 months
2%
3 months to 6 months
6%
6 months to less than 1 year
11%
1 to less than 2 years
19%
2 to less than 4 years
30%
4 to less than 6 years
11%
6 to less than 10 years
12%
Greater than 10 years
10%